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Job Design


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Job Design

  1. 1. Human Resource Management<br />
  2. 2. Job Design<br />Systematic Research suggests: repetitive, routine work results in subjective feeling of monotony and boredom, less than optimum performance, poor work quality, lower levels of production, costs of cover for absent employees, loss of output and damage<br />A lack of need fulfillment, Herzberg’s<br />
  3. 3. Job Design<br />Can be defined as a method of redesigning jobs by taking into account needs of individual workers as well as objectives of the organization<br />Greater job satisfaction, and greater control over work environment, increased participation by employees<br />Additional tasks addition to current job description<br />
  4. 4. Job Enrichment<br />Vertical increase – extra tasks: use of authority, skills, behavior and decision making at higher level than that required in his or her normal job.<br />Motivation factors: recognition, achievement, growth<br />Examples: A senior could be taken to a site for experience. Later can be asked to organize client visits to the site.<br />A clerk working on computer work station can be asked to manage the manage manual file work.<br />
  5. 5. Disadvantages: chances of stepping in other workers domain<br />Control may be lost by segregation of activities<br />
  6. 6. Job Enlargement<br />Horizontal increase – additional tasks at lower level to avoid repetition<br />Busier work force, multiple tasks, job variety, new skills<br />Cashier given the task of advising customers<br />Retail sales people given inventory control work<br />